A CROSS-CULTURAL STUDY OF LEADER-MEMBER EXCHANGE QUALITY AND JOB SATISFACTION AS CORRELATES OF INTRA-DYADIC WORK-VALUE SIMILARITY by CONRADO A. MARION-LANDAIS A thesis submitted in partial fulfillment of the requirements for the degree of Master of Arts Department of Psychology University of South Florida April 1993 Major Professor: Carnot E. Nelson‚ Ph.D. ACKNOWLEDGEMENTS I wish to express my gratitude for the friendly and enthusiastic assistance
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The relationship between job performance and job satisfaction has been very controversial for about the past fifty years with numerous studies and analysis on this correlation by industrial and organizational psychologists. Researchers have put in all their efforts to prove that there is a strong compatibility between performance and satisfaction with the notion that a happy worker is an effective worker. It may sound very convincing but however‚ trying to understand the nature between these two
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Plan Question 3 Introduction Job specialization is basically a job or process that is comprised of a small different parts of a larger task or process. (Williams & McWilliams 2010) Purposes : To understand the phrase of “job specialisation” in detail‚ how job specialisation is use in job design as well as how specialized jobs can be adapted to get rid of the boredom and low job satisfaction by applying Job Characteristic model. Body paragraph First paragraph Job specialisation is economical and
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being and satisfaction of their employees in order to increase their (employees’) organizational commitment. It follows therefore‚ that an effective organization will ensure that its employees are highly committed to their jobs by providing an enabling environment that will enhance employees’ organizational commitment (Adeyinka‚ Ayeni & Popoola‚ 2007). Job satisfaction is an important criterion for the success of an organization. It is closely associated with job turn over and life satisfaction. According
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Facets of Job Satisfaction and Task and Contextual Performance EDWARDS JOB SATISFACTIONLtd Original UK ET Association PERFORMANCE XXX © International 0269-994X Applied APPS ArticlesAL. Oxford‚ Psychology Blackwell Publishing AND for Applied Psychology‚ 2008 Bryan D. Edwards* Auburn University‚ USA Suzanne T. Bell* DePaul University‚ USA Winfred Arthur‚ Jr.* and Arlette D. Decuir* Texas A&M University‚ USA This study examined the relationship between job satisfaction and task
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Abstract Throughout my employment history‚ I have always tried to find the best in the job in order to get the best out of the experience. But as I began entering the more professional work arena‚ this became increasingly difficult. Initially‚ I thought it would be easier to be involved with a large scale organization. I imagined that everything would be better: time off‚ benefits and job design. However‚ I soon realized that this would not be the case. Working in the medical field can be
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According to Harvard Management Update (2006)‚ most companies have it all wrong. They don ’t have to motivate their employees. They have to stop de-motivating them. The great majority of employees are quite enthusiastic when they start a new job. But in about 85 percent of companies‚ our research finds‚ employees ’ morale sharply declines after their first six months and continues to deteriorate for years afterward. The fault lies squarely at the feet of management both the policies and
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What is the job characteristics model? How does it motivate employees? Job characteristics are theories identifying how job characteristics affect job outcomes and the characteristics identifies the job characteristics in to five categories. The skill are‚ autonomy‚ task significance‚ task identity and feedback‚ and the outcomes of high job performance‚ high job satisfaction‚ high intrinsic motivation‚ and low absenteeism or turnover. What are the three major ways that jobs can be redesigned In
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The current issue and full text archive of this journal is available at www.emeraldinsight.com/0954-478X.htm TQM 18‚5 The development of an employee satisfaction model for higher education Shun-Hsing Chen Department of Industrial Engineering‚ Chung-Yuan University‚ Chung-Li‚ Taiwan‚ Republic of China and Department of Industrial Engineering and Management‚ Chin-Min Institute of Technology‚ Chung-Li‚ Taiwan‚ Republic of China 484 Ching-Chow Yang and Jiun-Yan Shiau Department of Industrial
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variation in defining characteristics of the term. In certain cases job satisfaction and morale is considered as individual concern; in other cases job satisfaction is considered as individual phenomenon and morale as group phenomenon. From one point of view‚ morale may be regarded essentially an individual matter. It’s described in terms of the feelings of an employee or manager towards his work; it is thus matter of work satisfaction. Morale is the degree to which individual needs are satisfied and
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